Our Home Care Hiring Process

Our hiring process is a journey and such an important decision can never be made at one interview. We think its important that our clients and prospective team members know what our process looks like.

1. Pre-screening 

All applicants that apply for a career with us submit an online application form or their CV. If an applicant applies via CV, it is still a requirement to submit an application form as part of the recruitment process.

We receive a lot of enquiries from people looking to work with us, so every day our recruitment team reviews the applications and carries out pre-screening telephone conversations with candidates. During the telephone conversation, an applicant will be asked about why they have applied to work for Bright Care, their experience, hobbies, interests, and why the would like to work with older people. At this stage, we are looking to gain a sense of an applicant’s character and match with our company’s values. We will also take the opportunity to explain to them what it looks and feels like to work at Bright care.

If a candidate is successful at pre-screening, they will be invited to join our interview process.

 

2. Interviews

There are two types of interviews, an informal chat and a formal interview. If you are applying for a salaried role, you can expect to attend both types of interviews. Interviewing candidates is only part of the decision and will usually last an hour.

At this stage, we look to gain a sense of why a candidate wants to become a Bright Carer and we will go into more depth about working with us and answer any questions from them.

 

3. Push Back

Getting the right people is a two-way conversation. We need to know potential Bright Carers are right for us, just as much as they need to feel Bright Care is the right for them. As such, after the interview, we ask candidates to reflect on their process so far and let us know whether they wish to take their application forward.

Of course, it remains our decision whether or not we choose to hire them, so we will also give their application some consideration while waiting to hear back.

 

4. Branch Day

If a candidate is applying for a salaried role with us, they will be invited to spend a day in their local branch. This is an opportunity to meet the team in more depth, both office-based staff and Bright Carers, and ask any other questions to really get a sense of whether Bright Care is right for them. It’s a fantastic opportunity to understand exactly how our local dream teams work in each branch.

 

5. Take Candidates Forward 

If both the candidate and our team are positive, a candidate is offered a role subject to the following main conditions:

  • Three glowing references (including from previous employers).
  • Satisfactory background checks with the Protection of Vulnerable Groups (PVG) scheme (Scotland), and the Disclosure and Barring Service (England).

It is important to recognise that our standards are very high and if we are not satisfied with any behaviour, action or due diligence check, we will not take them forward.

 

6. Initial Training with Staff

All staff, regardless of their background or life experience, will go through our in-house Bright Care Training Academy. This serves two main purposes.

  • For the new Bright Carer to learn about our company, what we do, how we do it, where we are going and how their crucial function in the organisation ties into the bigger picture.
  • To train, develop and upskill Bright Carers in understanding the work they will be doing.

The additional, but often undervalued benefit to a training process like ours, is to provide continued opportunity for us to engage and interact with candidates before they start working with clients.

Our initial training lasts a week and, while no means an exhaustive list, we cover the following areas:

  • Company structure, vision and operation
  • Role of a Bright Carer
  • Person-instead of task-based care
  • Principles of care
  • Dementia care
  • Infection control
  • Food hygiene
  • Health and safety
  • Adult support & protection
  • Medication administration
  • Personal care
  • Record keeping
  • Moving and handling
  • Communication & confidentiality 

Training and professional development is ongoing throughout employment with us through regular refreshers, updates, and other training sessions. We also have a very engaging online ‘E-learning’ training scheme running.

 

7. Shadowing and Probationary Period

Once a carer has completed their training, their assigned Care Manager will get alongside them and facilitate shadowing visits with clients, where appropriate, to further develop them.

 

8. Matching Carers to our Clients

Once Bright Carers have completed their shadowing, we look to match them with clients. We consider this one of our core areas of expertise. Getting this right is critical to a care package. Our Care Managers will continually collect feedback through regular visits in the field and officebased catch up meetings with staff on how a package of care is going.

Building Strong Relationships With Staff

 

We subscribe to the simple notion that if we truly care for, and nurture, our staff then in turn our clients will be truly cared for and nurtured.

There are many things we do to help our staff feel valued and part of our family, and here are a few.

  • All our carers are assigned to a Care Manager whose job it is to support and mentor them in their role.
  • Periodical training sessions.
  • We contribute significantly to the costs associated with getting staff at all levels through their SVQ training in Scotland.
  • Bi-monthly staff update emails.
  • Our Care Worker of the Month (and Year) awards.
  • Regular social events throughout the year, including our hugely popular staff and family summer BBQ.
  • Regular requests for filling out our feedback questionnaires.